Outcomes Magazine · March 3, 2025
Middle managers sit at one of the most influential—and often misunderstood—points in an organization. In this Outcomes Magazine article, Dr. Julie Armstrong draws on her doctoral research to distinguish a middle manager from a middle leader: someone who uses leadership competencies to influence the thinking, behavior, and performance of others. Her research identified five essential areas of middle leadership—People, Managerial, Strategy, Character, and Followership—reflecting the complexity of leading from the middle. These leaders don’t simply execute work; they translate strategy, develop people, influence upward, navigate change, and connect organizational priorities with day-to-day reality.
Developing middle leaders requires more than sending managers to occasional training. Julie identifies three priorities for organizations: increase clarity around the middle manager role, strengthen relationships with senior leaders and peers, and establish a focused competency model that guides development. When organizations intentionally invest in these areas, they can turn an often-overlooked layer of management into a powerful source of leadership capacity and organizational performance. For Christian leaders, the role carries another important dimension: effective leadership begins with followership—following Christ while helping others do the same.